心理学
能力(人力资源)
透视图(图形)
自决论
劳动力
社会心理学
灵活性(工程)
远程办公
情感(语言学)
内在动机
主动性
工作动机
工作(物理)
自治
应用心理学
公共关系
管理
机械工程
工程类
经济增长
人工智能
经济
法学
沟通
计算机科学
政治学
作者
Ying Hong,Sophia Town,Chun‐Hsiao Wang
标识
DOI:10.1016/j.jvb.2023.103878
摘要
In a workforce marked by telecommuting, decentralization, and automation, the need for employees to take personal initiative (PI) is greater than ever before. The model of proactive motivation suggests that people need to experience proactive motivational states to engage in PI. Self-determination theory suggests that people must have their needs satisfied to engage in PI. In this work, we combine these two perspectives by considering if sometimes needs thwarting can improve the relationship between proactive motivational states and PI. Analyses of multi-source and multi-wave data indicated that individuals with high “can do” proactive motivation in the form of self-efficacy took more PI when their need for competence was not met. Likewise, individuals with high “energized to” proactive motivation in the form of activated positive affect took more PI when their need for relatedness was not met. Further, PI mediated the relationships between individual proactive motivation states and individual promotability (which benefits the self) and OCB towards coworkers (which benefits others). This reinforces the important role of PI as a constituent of individuals' in-role and extra-role performance at a time of increasing flexibility and collaboration at work.
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